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Thinking Like a Salesperson will help your recruiting process

November 09, 2018

How thinking like a salesperson will help your recruiting process:

 

When you imagine a salesperson, it is always a relentless professional who forever tries to persuade others to buy things they will never need. However, salespeople are much more than that. Keeping the stereotypes aside, salespeople employ effective strategies of persuasion to increase business.

 

Recruiters are like salespeople in the sense that both intend to find new opportunities, build relationships and close deals. Given below are four ways how recruiting is just like sales and thus, how thinking like a salesperson will elevate your chances of hiring the best of the lot.

  1. Identifying needs:

 

  • Whenever any relationship has been established with potential customers, salespeople always tend to evaluate business opportunities from both sides. They assess the needs of their own organization and the needs of their customers to make a partnership that will benefit everyone involved. This way ensures that they take care of the needs of the customer and business simultaneously.
  • In the same way, recruiters also need to identify the needs of the employer and their potential employee. It is essential to understand what skills and experience the organization is in need of. At the same time it is also important to be able to analyze candidates and recognize the ones who will best the role. While assessing the needs of the candidates, one must always keep in mind whether the work culture itself is suited for them. Questions like ‘will the job fit their lifestyle?’ or ‘will they be able to adjust to what the work demands?’ needs to asked. Otherwise, you risk wasting valuable time on candidates who will not be able to commit to the work

 

 

  • 2. Lead Generation:

  • Sales always start with leads. It has always been the first step of any sales process and salespeople are always in a look out for new prospective consumers. They actively bring in new customers by employing a variety of channels including advertisements, emails, direct mailings, trade shows, and many more.
  • Similarly, recruiters should always actively seek new potential candidates. Job seekers find employers and opportunities in various places through various outlets like social media, professional networking sites or industry specific job boards. Thus, it becomes essential to have a presence in these online channels and market your employer brand on as many different outlets as possible to make sure that you fill your pool with candidates who are qualified to assume the open positions pipeline and bring in new leads for them.

 

 

3. Relationship Management:

  • Every good salesperson does not just collect leads, they also pursue them. After identifying and compiling all possible leads, the next step that one needs to take is to contact the potential customers and start building a relationship. Strong relationships always leads to new, loyal customers giving rise to new business opportunities.
  • When it comes to recruiting, strong relationships tend to turn passive professionals into prospective candidates and candidates into potential new hires. Thus, building new relationships with promising professionals through email, phone calls and social media is quintessential. In addition to this, you should also nurture your leads and build relationships with promising professionals and with all your applicants, even those whom you do not intend on hiring. It isn’t much to do, however, letting applicants know where they stand in the hiring process will go a long way in ensuring a good relationship and generation of new leads. Candidates who are treated well throughout the hiring process are more likely to recommend your help to other professionals in their network who are in search for similar opportunities.
  • A survey conducted by Software Advice found that 60% of the respondents will only apply to companies that have more than one star rating on popular job related websites. Thus, communicating often with applicants to generate positive review is very important to seek more applicants in the future.

 

4.Closing:

  • The close is the most important part of any sales process. If a salesperson cannot close a deal, then, they are not worth much to their organization. Every salesperson knows what the customer wants and how to leverage their wants and needs to make a sale.Similarly closing is equally important in recruiting. If you find the perfect candidate, and they turn down your offer, all the hard work will mean nothing. Therefore, it is important to know the wants of your candidate and accordingly draft an offer that will appeal to them. If the candidate wants to negotiate, it is important to listen to what they have to say and consider their suggestions. If they call or email with concerns and questions, it is equally important to respond as soon as possible. Throughout the process, reassure the candidate that they are the right fit and that you are excited to have them come on board.
  • A good salesperson are effective and thereby they also possess skills that all good recruiters need. Using strategies from the sales process thus, can help you not just find but also secure the candidates you intend on hiring.

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